...New Employee J.J. Cervantez HRM/240 October 23rd, 2011 Scott Lodge New Employee Training o Needs assessment: What types of issues might indicate a need for training? For starters, a clear issue would be if you were to hire an individual that possessed the leadership skills your company is looking for but this person was not that familiar with your industry. Sometimes companies will hire from outside the company to get a fresh pair of eyes for their operation. Another instance would be if the person hired had just graduated with a masters in your industry but lacked the experience for running an operation from the get go. This person will need a formalized training program that is designed to give him/her the knowledge to be successful in the operation. From what sources would these issues be identified? The Human Resource department that was responsible for hiring this individual would have already identified these issues and have a formal plan in place for when this person came on board. If you were a training manager, how would you prioritize training needs from these sources? Once I have found out what this person did or did not know skill wise, I would start working on the training schedule with this person to make sure that he or she is on track to learn the necessary skills they need to do their job to the fullest. I would already have a map and time frames in place of what this person needed to learn in all departments to operate...
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...New Employee Training Medical Records and Health Information Technicians * Needs Assessment: * The types of issues that might indicate a need for training would consist of: customer service problems, a lot of clerical errors, time management problems. These are just a few of problems that would indicate a need for training when any problem that happens a lot or is happening by a lot of employees at one time this is a red flag indicating its time to do some training. * These issues would be identified from having a lot of customers with complaints about the staff, or the way things are ran at the medical office. The wrong information placed in systems about patients that causing insurance billing problems and patient personal information errors. Staff spending too much time one thing or many of things that is causing over time that is costing the company money as a whole. Not spending enough time on doing the job correctly and just rushing threw it causing room for error. * If I was a training manager, I would prioritize training needs upon what is needed to be worked on threw out the medical office as a whole. If there are many of problems that need training then there will be more training available. But there is training available each month on what is needed to be worked on. * Delivery: * The best method for conducting this training would be to have in-services aka training classes. First upon hiring each employee must pass the pre test for qualification...
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...success. Becoming a new restaurant manager requires commitment and dedication to customer service, the employees, and the restaurant in whole. It is the individual company that is responsible for a good training program to ensure that their employees know the company’s standards, requirements, and how they want their employees to conduct themselves. I feel that there are many issues that would require extra training for a restaurant manager. One of these incidents would be how the manager reacts to a certain situation with an angry customer. It is imperative to know how to communicate with customers that may be experiencing difficult situations with restaurant employees or other customers. Another issue that might arise is disorganized paper work in the office, like documents not done right or missing. This indicating that the manager does not organize well or is over their head with paper work they do not understand. This is an issue that would need to be handled by training the manager one on one with an accountant, or another manager that can explain things more thoroughly. These issues are usually easily fixed by quick and not expensive training. If they continue to keep happening then it is up to the company if they want to take the time to retrain someone else of further train the manager more. When dealing with larger problems such as constant customer complaints and employee complaints about the manager as an individual it may require more training, probation period...
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...Job Training Proposal for Sears 2015 Prepared by Cory Richmond Former Employee of Sears Report Distributed April 26, 2015 Prepared for Human Resource Department and Store Manager To: Human Resource Department and Store Manager From: Cory Richmond, Former Sears Employee Date: April 26, 2015 Subject: Training Proposal Enclosed is a training proposal Sears can implement. It contains a few methods Sears can adopt to train new employees. The proposal gives and overview with the problems with the current training program in place and why a new one is needed. Three new training methods are provided along with the advantages of those methods. With the information in this proposal I hope the department is able to adopt a new training method going forward. Please let me know if you have any questions about the proposal. You can reach me at (330)- 699- 3291 or at crichmo6@kent.edu. Cory Richmond Table of Contents Executive Summary ……………………………………………………………………i Opening Message…...…………………………………………………………………..ii Scope…………………………………………………………………………………………ii Purpose of Proposal……………………………………………………………………ii Methodology………………………………………………………………………………ii Introduction……………………………………………………………………………….1 Alternative Training Programs …………………………………………………...2 -Job Shadowing ………………………………………………………………….3 -Cross Training ………………………………………………………………….2 -On The Job Training…………………………………………………………..4 Conclusion…………………………………………………………………………………5 ...
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...Training and Development Karen Curbey HCS/341 June 30, 2014 Heather Staples Training and Development Employee orientation is the process of introducing employees to their new jobs and work environments. Orientation provides an opportunity for new employees to become acclimated to their new company, department, colleagues and work expectations. (Richards, 2014). The process of new employee orientation is what sets the new employee's relationship with the organization. When new employee orientation is not done correctly, it makes the new employee wonder if they have made the right choice in joining the company. The employee orientation should keep the new employee engaged and interested in the company. The first day of orientation makes them wonder why they chose this company, because many companies make mistakes such as overwhelming the new hire with facts, figures, names and faces packed into one eight hour day; showing boring orientation videos; providing lengthy front-of-the-room lectures; and failing to prepare for the new hire; providing no phone, no e-mail, no computer, and no work. (O'Toole, 2014). Education of a new employee is vital to healthcare, because if the new employee is not informed of the training and requirements of their job, they will not be effective employees. New employee orientation must show an overview of each department’s function, including information about the specific duties of each department of the Health Care facility, spending...
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...Employee Training and Career Development Employment Development and Career Training This world is filled with choices and knowing the meaning behind those choices has become a hard pill to swallow for some people. For one, the knowledge of the roles in training an organization helps along the lines of gaining information about the company and understanding the need the HRM takes to hire, maintain, and fire employees. The role of training an employee is a matter of both the manager and employee discuss the movement in which the employee wishes to go. The Manager’s job is to make training available for the employee to succeed. The difference between employee development and organization development are not that far apart. As the organization seek training to move the company forward, employee training seeks to move the employee forward as well. One is a bigger picture and the other is a smaller picture of the same goals. Role of training in an organization The organization and the training office will work closely together depending on the direction of the company. In the beginning it is important for the employee to possess the necessary talent in order to compete for a position. Training the new employee on the job function will be the responsibility of the training office of the organization. The next level of training would consist of training the employees for expansion. If a company develops a new system or bring in a new product the employee...
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...recruit top-notch employees, Lowe’s offers benefits that are sought after by many. Several options for health care benefits are allotted depending on co-pay amounts, which cover standard care, prescriptions, dental, and vision. Lowe’s total rewards package offers paid and unpaid time off from work to their employees as well as a basic sick pay leave. In both vacation and sick pay, employees, after 89 consecutive days of employment, will accrue six days per year. (Lowe’s Employee Benefits, n.d). Employees have access to stock purchase plans, and 401K plans while employed at Lowe’s. “Lowes matches the first 3% deferred at each pay period at 100%” (Lowe’s Employee Benefits”, n.d, n.p.). In addition to these somewhat standard offerings, Lowe’s offers quite a few other notable benefits: • Life Insurance – Several plans are available to the Lowe’s employees depending on their needs and how much they want to receive in the event of their death or the death of a family member. The plans available are; basic term, employee term, supplemental term, dependent term, personal accident and travel accident plans. • Disability Insurance – Short and long term disability programs are set forth at Lowe’s....
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...Training the Workforce Chapter 6 1. What is the point of a firm providing training and how does the firm measure it’s ‘return on training investment’ ? The point of a firm providing training is to focus the employee on the current job, based off job analysis to fix the current skill deficit in order to increase overall productivity. Training teaches an employee how to do the job, the purpose of the job, and how this relates to the organization’s goals and strategies. Ongoing training is necessary to keep up with changes that occur in the work environment and keeps the employee learning on the job. Training internally is essential because this enables the employees to focus more on certain elements to help the organization meet their goals while achieving individual success as well. This relates to how training also can be seen as an effective motivator for some, because satisfied employees are more productive and less likely to increase the organization’s turnover rate. Internal training can be an investment at first, but will be cheaper in the long run because these programs can be reused and adapted when the environment changes without much further investment. The firm measures the return on training investment in a couple ways. From an international survey of more than 5,000 organizations, it was found that the greater the investment in employee training, the more profitable the firm. From this finding, it is concluded that training is a good investment that can have...
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...Pratt, J. (2008). Use Training and Development to Motivate Staff Building Your Employee Training and Development Program. Retrieved on May16, 2010 from http://humanresources.about.com/od/coachingmentorin1/a/trainmotivation.htm?p=1 A solid new hire training program begins with the creation of an employee training manual, in either notebook format or online. This manual acts as a building block of practical and technical skills needed to prepare the new individual for his or her position. Pratt, D. (2005). Train for Success Everyone benefits from Employee Training. Retrieved on May 16, 2010 from http://www.moderncarcare.com/articles/5a1lube.html Employees not only gain knowledge and skills from training, but they also grow more confident and self-assured. Training also instills a sense of worth and job satisfaction in employees. ToRhonda Green ENG 3360 Professional Communication Don Long Mushrush, W. (2002). Small Business & Technology Development Centers, West Plains for University of Missouri Extension's Creating Quality. Reducing Employee Turnover. Retrieved on May 16, 2010 from http://www.missouribusiness.net/sbtdc/docs/reducing_employee_turnover.asp Turnover costs for many organizations are very high and can significantly affect the financial performance of an organization. Direct costs include recruitment, selection, and training of new people. Much time and expense go into this process. Reh, F. (2010). New Employee Training - Is It Worth the...
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...important part of any business is the ability to adequately train new employees in all aspects of the job requirements. A good orientation program will help to ensure new employees are up to speed faster and will better align them into positions in the organization in that the need is greater. With this in mind, I have designed a three day training and orientation plan to completely and effectively train new salesclerks. Training will start at 8:00a.m. and last until 5:00p.m. every day for a period of three days. When new hires arrive, they will be given an outline of the training process that briefly describes items to be covered during training, an employee handbook, and all required paperwork. Each section of the training process will be explained in detail by the supervisor. Below is an outline of a three-day orientation and training session that is to be handed out to each new employee before the orientation and training process begins. MGT 210 Week 5 Assignment Exercise 10-2 – OJT Get Tutorial by Clicking on the link below or Copy Paste Link in Your Browser https://hwguiders.com/downloads/mgt-210-week-5-assignment-exercise-10-2-ojt/ For More Courses and Exams use this form ( http://hwguiders.com/contact-us/ ) Feel Free to Search your Class through Our Product Categories or From Our Search Bar (http://hwguiders.com/ ) An important part of any business is the ability to adequately train new employees in all aspects of the job requirements. A good...
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...| Employee Relations | | | | | | UnitedHealth Group is a worldwide organization with over 85,000 employees, and counting. With this many employees, it is important to have a sound training program to help setup new hires for success within the organization. In addition to new hire training, continuous training is also beneficial to UHG to help employees to continually improve their performance and knowledge. Training across the organization can also help employees work better together, improving performance companywide (www.unitedhealthgroup.com). At UnitedHealth Care, a strategy for integrating job performance and training will have two parts: new hiring training and continuous training of all employees. New hires will be trained on the basic knowledge of the organization as well as receiving training for their specific position and job requirements within the company. New hire training would consist of 4-6 weeks of classroom training (dependent on the position of hire) coupled with observing and shadowing of an employee in the same position. An assessment test will be given to each new hire at the completion of training to determine how much of the information was retained, and to determine if additional new hiring training is needed. The assessment test score does not determine whether or not the employee continues working for the organization, so it is not a test that should be feared. It is simply to ensure the new hire has retained enough...
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...Unit 9 – Training This document is a report regarding on training in the business world and this report includes the following: * Expected outcomes * Process of identifying needs * Training methods used * Costs and benefits of training methods used * Constraints (factors affecting training methods used) * Appropriateness and an evaluation of training programmes Training refers to acquiring job specific skills and abilities, learned at work or somewhere else and provides employees with new skills and knowledge. There are 3 methods of training that can be used in the business and these are: * Induction * On-the-job training * Off-the-job training Induction Training is a programmed designed to introduce new employee to their job and it is used to explain the roles of the staff, familiarise the worker with their job, explain the procedures used in the business, make the employee as efficient as possible and encourage the new workers to be committed to the organisation. During the training, the new workers will have the opportunity to; ask questions, find out what goes on and where to go, meet the people they will be working with and familiarise themselves with the workplace. On-the-job Training is where a worker remains at their usual place of work and learns how to do their job (e.g. doctors). The advantages of this type of training are that, it is easy to organise, specific to the job and the business and it is relatively cheap....
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...Company X Employee Handbook Thongsee K. Robbins (WGU Student #) Western Governors University Table of Contents Part A: Standard and Procedures…………………..…………………………………………………………Page 2 Purpose of this Handbook………………………………………………………………………...…. Page 2 Change of Policy…………………………………………………………………………………………. Page 2 Employment Forms……………………………………………………………………………………..Page 2 Dress Code Policy……………………………………………………………………………………….. Page 2 Part B: Training…………………………………………………………………………………………………….. Page 3 Frequency of trainings…………………………………………………………………………….…. Page 3 Specific content included in training program……………………………………………... Page 3 Duration of training program……………………………………………………….………….…. Page 3 Who will conduct/facilitate trainings? .................................................................................Page 3 How training(s) will be present to employees………………………………………….…...Page 3 Part C: Monitoring, Auditing & Reporting………………………………………………………………..Page 4 Monitoring employee misconduct……………………………………………………………….Page 4 Auditing employee misconduct……………………………………………………………………Page 4 Reporting employee misconduct…………………………………………………………………Page 4 Part D: Evaluate & Review the program after implementation………………………………….Page 5 Develop a plan……………………………………………………………………………………………..Page 5 Review and evaluate the effectiveness of ethics program………………………………Page 5 Suggestions to improve the ethics program after implementation……………...….Page...
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...Induction Induction Training - Is training which is provided to all new employees by the employer to assist the new employee in adjustment to their new job, tasks and to help them become familiar with their new role, and work environment and the people around them/people they will be working with. It gives the new employee a basic overview of the company and its services as well as their role in the environment. It also allows for the employer to establish with the new employee what is expected of them in terms of working hours, dress code, any policies and procedures to be adhered to, it is also an opportunity for the employee to establish what their entitlements are in regards to holidays, what the procedures are for requesting holidays etc. Induction training clearly benefits the new employee as it allows them a good introduction to all aspects of their new role and what is expected of them, it also allows them to establish things like where the canteen is, where toilets are, break times, procedures for holiday requests, how to inform of absence (sickness) etc. It is also beneficial to the employer as it allows them an opportunity early on to establish clear foundations and expectations, the company policies and organisational structure job, department and company goals and objectives. 2 Performance Review Performance review is a periodic review of an employee’s performance. The review is normally done in a meeting between employer and employee, and reviews the employee’s...
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...Training Key Areas September 12 2015 HRM 326 Donna Wyatt Training Key Areas Training for employees on key areas are the foundation for well-prepared workforce and will lead to a stable structured organization. The main objective of this type of training is to help to illustrate the importance of training and why achieving the proposed goals is so important for the success not only of the employee but of the entire company. The purpose of this training is to identify three key training areas and explain the importance of each, taking into a consideration the benefits, along with how the training will meet professional, personal and motivational employee needs. Legal requirements Before training programs are created, the employer has to take into consideration many aspects, including legalities because of the compliance the organization must provide to different government agencies. Why is it so important for companies to show compliance with the laws and regulations when arranging the training for the employees? They need to prove that the provided training is beneficiating the employee and the skills learnt are applicable to the job, to avoid any type of hardship, mistreatment or discrimination. Employees must understand that they are protected by the Civil Rights Act; must specifically Title VII “It shall be an unlawful employment practice for an employer … to discriminate against any individual with respect to his compensation, terms...
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